training needs analysis

TRAINING AND DEVELOPMEN

TSusana J. Eslava8.1 Training Needs Analysis8.2 Preparing Training Program Curriculum

- A planned effort by a company to facilitate employees’ learning of job-related competencies.

Training Defined:

1. Improve employee skills2. Attract, motivate, and retain

talented employees3. Allows any organization to gain a

competitive advantage4. For better financial performance

Rationale of Training

Training: must be Strategic

BusinessStrategy

Strategic Training and Development

Initiatives

Training and Development

Activities

Metrics that show Value of

Training

•Customer oriented

• Diversify the learning portfolio• Improve customer service• Accelerate the pace of employee learning•Capture and Share knowledge

• Use web-based training• Increase amount of customer service training• Make development planning mandatory•Develop a place for knowledge sharing

• Learning•Performance improvement• Reduced customer complaints•Customer loyalty•Employee engagement•Reduced Turnover

Training: must be systematic

Conduct Needs

Assessment

Ensure Employee

Readiness for Training

Create a Learning

Environment

Develop an Evaluation

Plan

Select Training Method

Monitor and Evaluate the

Program

Step 1 Step 2 Step 3 Step 4

Step 5Step 6

8.1 Training Needs Analysis

(TNA)

-systematic method for determining what caused performance to be less than expected.

TNA Defined

What triggers TNA?

AP < EP = PG

TNA Framework

Performance Gap

Organizational

Analysis

OperationalAnalysis

PersonAnalysis

Identify performance discrepancy

and its causes

Training Needs

Non-TrainingNeeds

• Organizational Analysis1.Mission and Strategies2.Resources3.Internal Environment

TNA: Input

Operational Analysis1.Define the job2.Determine where to collect

information3.Identify the method to use4.Gather and analyze data

TNA: Input

Person Analysis1.Performance Appraisals2.Self-ratings3.Tests

TNA: Input

TNA : What caused the Gaps?

Performance Gap

KSADeficiency

Reward/ Punishment

Incongruence

Inadequate Feedback

Obstacles in the System

Training Needs

- Performance gaps that resulted from the lack of KSAs and which training is necessary.

TNA : Output

Non-Training Needs (without KSA deficiency)

1.Reward/Punishment Incongruencies

2.Inadequate Feedback3.Obstacles in the System

TNA : Output

8.2 Preparing a Training

Program Curriculum

1. Determine the training objectives

2. Consider the demographics3. Design of training program –

training approaches

Preparing a Training Program

Terminal ObjectiveA statement that describes:• What the participants will be able to do as a

result of the training• What the expected output shall be at the

end of the training

Writing Training Objectives

States what the trainer should be doing or what he wants vs. what the learner needs or should be able to do.

Common pitfalls in writing Terminal Objectives

POOR: In this course, the trainees will be taught how to use Microsoft Excel.

BETTER: As a result of this seminar, participants can use Microsoft Excel in preparation of standard reports.

It describes the subject matter to be taught.

Common pitfalls in writing Terminal Objectives

POOR: As a result of the program, participants will understand the legal considerations in long-term lending.

BETTER: As a result of this program, participants will be able to screen out loan applications that do not meet the legal and governmental requirements.

Common pitfalls in writing Terminal Objectives

POOR: The objective of this course is to discuss common problems encountered in dealing with customers.

BETTER: As a result of this program, sales and service personnel will be able to handle customer complaints according to the company’s code of professional salesmanship.

Common pitfalls in writing Terminal Objectives

Promises too much.

POOR: As a result of this program, participants will become excellent communicators.

BETTER: As a result of this program, participants will be able to make concise and systematic oral presentations.

Determine The Demographics1. How many people?2. What is the age range?3. What is the preferred learning style?4. What is the level of the learners?5. Where is the location of the learners?

Learning Styles/Methods of Training• Reading Assignments• Lecture• Demonstrations• Oral Presentations• Audio Visual Presentations• Brainstorming• Group Discussion• Problem-solving Workshop• Case Study• Role Playing• Simulations• Field Trips• On the Job Training• Unstructured Group Interactions

Design of the Training Program

1. Terminal Objective2. Content 3. Methodologies4. Time, Materials, Others

Course Title: Conducting an Effective Performance Feedback SessionLesson Title: Using the problem-solving style in the feedback interviewLesson length: Full dayLearning objectives:1.Define the eight key behaviors used in the problem-solving style of giving appraisal feedback without error2.Demonstrate the eight key behaviors in an appraisal feedback role play without errorTarget Audience: ManagersPre-requisites:Trainee: NoneInstructor: Familiarity with the tell-and-sell, tell-and-listen, and problem-solving approaches used in performance appraisal feedback interviewsRoom Arrangement: Fan TypeMaterials and Equipment Needed: VCR, over-head projector, pens, transparencies, VCR tape titled “Performance Appraisal Interviews,” role-play exercises